HR Compliance Analyst

Job Description

Job Description

The HR Compliance Analyst is responsible for ensuring that the Live Nation Human Capital Management system, Workday, and all other HR systems are configured correctly to meet labor laws/ordinances for current employees as well as any-and-all acquired companies and joint ventures. The HR Compliance Analyst will work in close partnership with Divisional HR, Corporate M&A, Legal, Compliance, Compensation, and HR Technology teams. The HR Compliance Analyst will report into the Global HR Technology/People Analytics function.

Responsibilities and Duties

Major responsibilities include, but are not limited to:
• Assist HR with all Merger and Acquisition (M&A) projects. Collect and translate all needed information for M&A companies to be transitioned into Workday correctly. Partner with the HR Technology team on M&A setup.
• Work closely with the Legal team to ensure proper compliance with all required labor laws/ordinances related to Paid Time Off, Minimum Wage, Notice Distribution, Wage Theft, etc. Work with the HR Technology team to translate these requirements into Workday Absence, Workday Onboarding, Workday Compensation, etc.
• Handle regular minimum wage cycles in the US and Canada, including regular research/assessment of state, county, and city Department of Labor (DOL) updates.
• Collect and maintain Union wage tables.
• Manage E-Verify account. Complete records with case numbers as needed. Handle Tentative Non-Confirmations (TNCs) by contacting HR and terminating employees as needed.
• Perform I-9 audits.
• Assist Director of HR Operations with immigration needs as required -- visa and green card processes.
• Work with Contract and Stock Administration to provide any needed reporting from Workday, inform HR of needed pay changes, etc.
• Assist HR with background check reporting and background check audits.
• Manage contractor lifecycles; follow process for routine termination of contractor accounts.
• Manage Unemployment cases that drop out of the standard process and require manual intervention
• Run regular audits of Workday data for compliance-related processes. This may include, but is not limited to, 401(k) enrollments, missing full-time benefits, incomplete processes that affect SOX, incomplete background checks, unsigned legal documents.
• Other ad-hoc projects as required.

Knowledge, Skills, and Abilities
• Experience with Workday configuration (1 year minimum). Knowledge of Workday Absence, Onboarding, and Core Compensation will be weighted higher.
• 2 years of experience in HR, Compliance, Compensation, or Legal professions/jobs.
• Excellent organizational and interpersonal skills.
• Effective written and verbal communication skills.
• Ability to prioritize and demonstrate a high level of accuracy with an attention to detail.
• Able to manage multiple priorities, meet deadlines, and follow through on work assignments with minimal supervision.
• Critical thinking skills and an ability to work independently and as part of a team are essential.
• Ability to exercise discretion, initiative, and good judgment.
• Knowledge of Accurate Background Checks, ADP Vantage, and E-Verify systems are a plus.

The expected compensation for this position in California is:

$68,000 - $85,000

The expected compensation for this position in Washington is:

$68,000 - $85,000
** Please note that the compensation information provided is a good faith estimate for this position only and is provided pursuant to the California Salary Transparency in Job Advertisements Law and the Washington Equal Pay and Opportunities Act. It is estimated based upon what a successful California applicant or an individual working in this position in the state of Washington would be paid . It assumes that the candidate will be in California or Washington or perform the position from California or Washington. Similar positions located outside of California and Washington will not necessarily receive the same compensation. Live Nation takes into consideration a candidate's education, training, and experience, as well as the position's work location, expected quality and quantity of work, required travel (if any), external market and internal value, including seniority and merit systems, and internal pay alignment when determining the salary level for potential new employees. In compliance with the California and Washington Laws, a potential new employee's salary history will not be used in compensation decisions.

Jobcode: Reference SBJ-d9j7qm-3-134-104-173-42 in your application.